how to hire hackers a realistic guide for startups

Introduction：

1、How To Hire Hackers： A Realistic Guide For Startups

2、How to Hire Developers for a Startup

How To Hire Hackers： A Realistic Guide For Startups ♂

　　The following is a guest post by Iris Shoor. She's a co-founder at Takipi, a new startup looking to change the way developers work in the cloud. Previously, she was co-founder at VisualTao, a B2B startup acquired by Autodesk.

　　Call them hackers, ‘ninjas’, or ‘rock stars’ if you’d like. Other than being very talented developers, they all share one thing in common -- it’s unbelievably hard to bring them on-board your company. And as if competing with other companies for the same talent was not enough, being a startup just adds more challenges to the equation. Your startup may be the next Google/Facebook/Instagram, but until then - how can you convince the best developers out there to join a company where the CEO’s office is an IKEA desk? Here’s one answer -- recruit like a startup, in a creative and agile way, doing things the way big companies can’t. During the last 5 years I’ve interviewed over 250 candidates and recruited dozens of great engineers. The first interviews took place in our tiny office’s kitchen, and we still managed to convince some of the best candidates to join. There aren’t any magic tricks involved, but here are some tips and methods which helped us get ninjas, rock stars and other highly talented people on-board.

　　We lose many potential candidates even before the starting line - we fail to bring them over for a first interview. Some are already talking with too many companies, or decide after a brief visit to your web-site that your startup just isn’t their thing. That’s the point where you can make a difference. Our co-founders (including myself) are in charge of sending the first e-mail to potential candidates. We’ve kept this habit even as we’ve grown. At first, I was worried some candidates may think we have too much free time on our hands (sadly, we don’t). I soon found out that when candidates receive a personal and flattering e-mail (important when it comes to star developers) from a co-founder, it sends a message that this startup is all about its employees. Here are some helpful points for writing the first email:

　　Link to your online profile (personal blog, an interview with you, a YouTube video) when introducing yourself. Once there’s a face behind the email you’re more likely to get a positive response.

　　Add a personal touch. Have other employees who went to the same college? Mention it. Grew up in the same town? Write it down. It might sound irrelevant, but it creates the first hook, enough to have them come over for a meeting.

　　While we tend to tell candidates everything about the role, the managers and the company, there’s one part that’s usually missing - who will they work with? One of the most common answers I get when asking people why they've chosen one job over the other is knowing other employees there. Let candidates know who'll be sitting next to their (IKEA) desk and sharing their 9GAG jokes.

　　When candidates come for an interview we try to have them meet at least one future co-worker. A candidate asks a good tech question during the interview? Refer him to the engineer working on it instead of answering yourself. Found out the candidate has something in common with one of the employees (skydiving, growing up in Ohio, have a thing for ASCII art)? Introduce them. It’s not something we plan ahead, but given the opportunity, having the candidate stay at the office after the interview chatting with other employees, is considered a success.

　　Don’t interview too early or too late during the day, when the office is empty. If the only time your future star can come in for an interview is 8:00am, make sure some people come early. You want to paint a full picture of what it will be like working at your startup.

　　[You don’t need a fancy office to make good impression - the small details do the job. Our entrance door has code on it and these are our meeting room custom coasters ]

　　There truly are great things about joining a startup - new technological challenges, opportunities for moving up the ladder more quickly, learning about the business side of things, stock options and more. Don’t sell them all at once. Pitching becoming a manager to an engineer who just wants to experiment with new technologies? Bzzzz -- wrong move -- which might send her elsewhere.

　　Look back - When we first started interviewing we used to ask candidates what they’re looking for. Instead of sharing their true motivations, they answered with what they thought was the ‘right’ answer -- “I just want to work on interesting stuff”. After a while we discovered the magic trick; instead of asking what they’re looking for now, we began asking how they've made previous job decisions. When asked about past decisions, people tend to share what really matters to them.

　　Don’t pitch, give examples - You can’t really promise someone that he or she will become a manager in the future, or only work on interesting stuff. Instead, I tell candidates what talented people who've joined the company a year ago are doing now. This could be how an engineer with no previous management experience is already heading a small team, or how a developer straight out of college is doing such a great job we’ve put her in charge of some very key algorithms.

　　You've reached the homestretch. The candidate you really liked said yes, and now all is left is to sign the employment agreement. This can turn into a very risky period. The current employer is likely to come with a counter offer and so can other companies.

　　Important: Avoid having your future star waste time on legal issues. To help with this we've decided to have the exact same employment agreement for everyone in the company. Other than the terms themselves, everything is the same - from the number of vacation days down to the small letters. It’s a super friendly agreement and we never change it. Once I tell candidates that everyone -- the CEO, the engineers and myself have all signed the exact same contract, and therefore we can’t change it, it usually takes them only a day or two to sign it. There’s much less need to re-read every part.

　　Scott Weiss from A16Z shares a great tip about the pre-signing period with the ‘Welcome basket’.

　　Hearing No - Stay in touch with good candidates who chose a different company over yours. When a candidate I really like accepts a different offer over ours I always get the feeling I was dumped. True, I can’t honestly say I don’t understand how can someone pick a great job at Google over a small and unknown startup, but it still hurts. While the easiest thing to do after hearing a ‘No’ is, well, nothing, I try to make one last effort to stay in the picture. There are two main reasons for it : 1). Startups grow quickly. You might have a good candidate who decided a 10 employee company is not for him/her but a year or two later as your company grows it will become much more attractive. 2). Receiving a negative answer usually means you've reached second place. Sometimes, the first choice doesn't turn out to be the dream job they were hoping for. Some candidates don’t feel comfortable getting back in touch after they gave you a negative answer. By making the first move you’re saying that everything is fine and we’re still interested in you. Yes, it’s very much like dating. How to keep yourself in the picture? I like to send FB friend requests to candidates, and that’s something that you can do only as a startup (it can get pretty awkward when done by someone from a large company). Facebook is a great platform to share how well your startup is doing over the years. I also like sending an email once every 4-6 months, sharing how we’re doing and asking how’s everything going. I found out that most people find it friendly (and somehow flattering) rather than annoying.

　　Saying No - giving a smart negative answer will help you reach other great engineers in the future. I often ask myself how I would have liked to receive a “No”. My answer is that I would like to hear the truth. Instead of using the default answer of “we've decided to continue the process with someone else”, I write the (sometime hard) truth- “You didn't pass the technical test’, ‘you don’t seem like a startup kind of guy’, ‘it seems like you’re more interested in managing and that’s something we can’t offer right now’. I also make sure to write some of the things I liked about the candidate. True, there are some cases you can’t write the real reason, but in most cases you can. I was terrified when I sent the first 100% sincere email, but I soon found out that candidates embrace this, and usually agree with the reason. Now comes the interesting part - instead of feeling rejected, most people rightly feel they interviewed for the wrong role. Once you don’t ‘break-up’ with them, you can ask them to recommend friends or co-workers they think could fit the position. Yep, it sounds crazy, but it’s true. Even if you don’t get a new lead, rest assured you’ll have a past candidate saying good things about your company, and that’s something great in itself.

How to Hire Developers for a Startup ♂

　　Building a strong development team is essential for the success of your startup. The right developers can turn your ideas into reality, help you scale your product, and give you a competitive edge in the market. However, hiring developers can be a challenging task — especially when you’re operating on a tight budget and competing with larger companies for talent.

　　To help you navigate the hiring process and find the best developers for your startup, we’ve put together a step-by-step guide. From defining your needs to onboarding your new hires, these steps will walk you through the entire hiring journey. By following these guidelines, you’ll be able to attract top talent, assess their skills effectively, and build a development team that will drive your startup forward.

　　Hiring the right developers for your startup is a critical task that requires a systematic approach. Each step in the hiring process plays a vital role in ensuring you find the best fit for your team. In the following sections, we’ll break down the key steps you need to follow to hire developers effectively.

　　The first step in hiring developers for your startup is to clearly define your needs. Identify the specific technical skills and experience required for the role. Consider the programming languages, frameworks, and tools that are essential for the position. This will help you focus your search and attract candidates with the right skill set.

　　Next, define the roles and responsibilities of the developer. Clearly outline what they will be working on and how they will contribute to your startup’s goals. Will they be responsible for front-end, back-end, or full-stack development? Are there any specific features or projects they will be involved in? Having a clear understanding of the position’s scope will help you find the right fit for your team.

　　Once you define your needs, the next step is to create a compelling job description. Start with a clear and attractive job title that accurately reflects the role. In the description, provide an overview of the position and how it aligns with your startup’s mission and goals.

　　When listing the responsibilities, be specific about the tasks and projects the developer will be working on. Highlight the technologies and tools they will use and the impact they will have on the company. This will give potential candidates a clear picture of what the job entails and what they can expect.

　　In the requirements section, outline the necessary skills, experience, and qualifications for the role. Include both technical skills and soft skills, such as communication and teamwork. Be realistic in your expectations and consider the level of expertise needed for the position.

　　Finally, don’t forget to showcase your startup’s culture and values. Highlight what makes your company unique and why it’s an exciting place to work. This will help attract candidates who align with your startup’s mission and are passionate about contributing to its success.

　　With a compelling job description ready, it’s time to start sourcing candidates. Leverage a variety of channels to reach potential developers, such as job boards, your professional network, social media, and recruitment services.

　　Once you start receiving applications, it’s crucial to have a systematic screening process in place. Begin by reviewing resumes and cover letters to identify candidates who meet the basic qualifications. Look for relevant experience, technical skills, and education that align with your requirements.

　　Next, conduct initial phone or video interviews to assess each candidate’s communication skills, personality, and overall fit with your startup’s culture. Use this opportunity to discuss their experience, motivation for applying, and expectations for the role.

　　For technical positions, it’s essential to evaluate each candidate’s coding abilities. Consider giving them a take-home coding challenge or a technical assessment to gauge their problem-solving skills and familiarity with the required technologies. This will provide valuable insights into their technical capabilities and help you make more informed hiring decisions.

　　After screening candidates, invite the most promising ones for in-depth interviews. Structure your interview process to assess both technical skills and cultural fit. Involve your senior developers or technical cofounders in the interview process to evaluate each candidate’s technical knowledge and problem-solving abilities.

　　During the interviews, ask a mix of behavioral and situational questions to understand how each candidate approaches challenges, collaborates with others, and aligns with your startup’s values. Give them the opportunity to ask questions and express their interest in the role and your company.

　　Consider conducting a combination of one-on-one interviews and panel interviews to gather diverse perspectives and ensure a well-rounded evaluation of each candidate. Take detailed notes during the interviews and discuss each candidate’s strengths and weaknesses with the interviewing team to make an informed decision.

　　Once you identify the right candidate, it’s time to make an offer. Craft a compelling offer letter that outlines the job title, responsibilities, compensation, benefits, and any other relevant details. Be transparent about your startup’s equity structure and any performance-based incentives.

　　When extending the offer, be prepared to negotiate. Top developers may have multiple opportunities so you should be open to discussing salary, benefits, and other aspects of the compensation package. Be competitive while staying within your startup’s budget constraints.

　　If the candidate accepts the offer, congratulate them and express your excitement about having them join your team. Provide them with the necessary information and documents to complete the hiring process, such as a start date, onboarding details, and any paperwork they need to fill out.

　　Congratulations on hiring your new developer! Now it’s time to set them up for success with a comprehensive onboarding process. Start by preparing a detailed onboarding plan that covers their first few weeks on the job. This plan should include orientation sessions, introductions to key team members, and an overview of your startup’s mission, values, and goals.

　　During the first week, schedule regular check-ins with the new hire to ensure they are settling in well and to address any concerns or challenges they may face. Make sure to provide them with clear goals and expectations for their role and involve them in team meetings and discussions to help them integrate into the company culture.

　　Leverage these tips to ensure your developer onboarding is a smooth process:

　　Hiring developers for your startup is an ongoing process that requires continuous improvement. Regularly gather feedback from your team and new hires to identify areas where you can enhance your hiring and onboarding practices. Stay open to suggestions and be willing to adapt your approach based on the insights you receive.

　　Invest in your developers’ growth and development by providing opportunities for learning and skills enhancement. Encourage them to attend industry conferences, workshops, and training sessions to stay up-to-date on the latest technologies and best practices. Foster a culture of knowledge-sharing and collaboration within your development team.

　　Prioritize retention by creating a positive and supportive work environment. Recognize and reward your developers’ contributions, offer competitive compensation and benefits, and provide clear paths for career growth within your startup. Regularly check in with your team members to ensure they are engaged, motivated, and aligned with your company’s goals.

　　Hiring developers for your startup is a critical task that requires a strategic and thoughtful approach. By following the steps outlined in this guide, you can attract top talent, assess their skills effectively, and build a strong development team that will drive your startup’s success.

　　With the right developers on board and a supportive company culture, your startup will be well-positioned to tackle technological challenges, build cutting-edge products, and achieve its goals in the competitive tech landscape.

　　To find developers for your startup, you can leverage various channels like job boards (e.g., LinkedIn, Indeed, Wellfound), tech-specific platforms (e.g., Stack Overflow, GitHub), and startup communities. Reach out to your network for referrals, attend tech events and conferences, and consider working with recruitment agencies that specialize in finding developers for startups. Additionally, showcase your startup’s mission, culture, and growth opportunities to attract top talent.

　　The cost of hiring a software developer for a startup varies, depending on factors like your location, their experience level, and the specific skills required. In the United States, the average annual salary for a software developer is around $100,000.

　　However, startups often offer a combination of salary and equity to attract and retain developers. Consider your startup’s budget, funding stage, and the value the developer will bring to your team when determining compensation.

　　To hire a remote developer for your startup, start by clearly defining your requirements and creating a detailed job description. Utilize remote job boards and platforms like RemoteOK, We Work Remotely, and Toptal to reach a global pool of developers.

　　Conduct thorough interviews using video conferencing tools to assess technical skills, communication abilities, and cultural fit. Establish clear expectations, communication channels, and collaboration tools to ensure the seamless integration of remote developers into your team.

　　Finding good developers involves a combination of strategies. Leverage your professional network and seek referrals from trusted sources. Attend tech meetups, conferences, and hackathons to connect with talented developers.